Transformational behaviors play a major role in ‘going above and beyond’ to deliver the highest-quality care and cultivate a culture of excellence in nursing practice and workplace health promotion (Liu et al., 2023). In a more specific method, these behaviors help improve the quality of care in that readers gain trust through idealized moderation. When nurses trust their leaders, they can practice good-quality nursing. Another crucial issue is the support of career advancement. Patients get the best services, and the nurses do their best when participating in different practice development activities (Kim & Cruz, 2022). Developing these training opportunities helps the professional and the person. Stamping features of transformational leadership cultivate the best self in the nurses, thus tending towards a salutogenic working environment. Therefore, nurses who perform professionally have lots of experience and knowledge in caring for patients.
A leader’s behaviors and actions are crucial in fostering a healthy workplace culture (Liu et al., 2023). One important aspect of these actions is their role in fostering intrinsic motivation in employees. Employees encounter numerous challenges and issues that can negatively affect their intrinsic drive. Transformational actions, like personalized consideration, support mentorship (Liu et al., 2023). This assists employees in building intrinsic motivation for their work. Idealized consideration entails attentively listening to and resolving individual concerns, crucial for nurturing a positive workplace culture.
Contribution of Leader’s Behaviors and Actions to a Healthy Workplace Culture
Leaders’ behaviors and actions are central to creating healthy workplace cultures. In this regard, these behaviors play a crucial role in enhancing intrinsic motivation in employees. Many problems and issues in the work environment can negatively affect the workers’ intrinsic motivation. Mutual respect and appreciation displayed by transformational behaviors like personal consideration created the culture of mentorship, thus fostering employees’ attitude of self-effort towards performing tasks (Boamah, 2022). Moreover, idealized consideration includes assiduous heeding and responding to individuals’ concerns, which is significant for maintaining a healthy organizational climate.
One more proof of how a leader contributes to a proper organizational culture implies the possibility of reaching higher results than expected by the staff. It is shown that when the manager sets the pace and collaborates with the employees, they can deliver their best (Dextras et al., 2023). It fosters the creation of a high-performance culture across all the teams in an organization. A leader’s behaviors help support a healthy organizational climate of trust in employees’ ability to perform their duties (Boamah, 2022). This way, when promoting any change, the employees trust that their abilities to deliver on set tasks will be successful and positive to the organization. For example, behaviors like idealized influence facilitate the authority of decisions concerning the tasks among the workers (Ystaas et al., 2023). This reinforcement and offering of requisite tools fosters a competent organizational climate that helps the staff accomplish their goals and objectives.
Communication and collaboration are two facets that are intimately entwined with transformational leadership in many ways. Transformational leaders emphasize communicational competence since they encourage the free flow of information by engaging supporters by including them in making decisions.(Thawabiya et al., 2023). This form of dialogue is essential for developing high quality in the area of nursing since it acknowledges and promotes the role of nurses in solving problems that affect the achievement of positive patient outcomes. The main features of transformational leaders include setting and communicating organizational goals to everyone in the organization (Ystaas et al., 2023). Another important attribute of transformational leadership is communication, which is essential as it involves directing and mobilizing people’s motivation to accomplish established goals (Ystaas et al., 2023).
Another area in which transformational leadership is established in collaboration is the achievement of common objectives (Jiatong et al., 2022). It also focuses on leading organizational change to achieve a common organizational goal. Realizing these goals requires the employees’ concerted efforts, hence, the creation of organizations. Transforming leaders foster collaboration by setting and attaining goals and visions common to all members (Gebreheat et al., 2023). It also organizes and encourages the employees to associate with other teams, increasing the measure of ensuring the teams cooperate on projects that would necessitate group work. This effective process of collaboration improves the quality of nursing practice considerably.
Transformational leadership is one of the leadership styles that significantly influences the nursing practice and organizational culture by enhancing the nurses’ trust, professional growth, and communication (Jiatong et al., 2022). These behaviors were observed by Huntington Hospital’s nurse manager, leading to improved patronage, staff development, and working conditions outcomes. Transformational leaders increase the effectiveness of the nursing staff through practicing delegation, building excellence and trust between the nurse leaders and the led staff, and encouraging the performers to enhance patients’ quality outcomes (Dextras et al., 2023). This leadership style also works for individual nurses and indirectly affects the efficiency and image of healthcare organizations.
Boamah S. A. (2022). The impact of transformational leadership on nurse faculty satisfaction and burnout during the COVID-19 pandemic: A moderated mediated analysis.
Journal of Advanced Nursing, 78(9), 2815–2826.
https://doi.org/10.1111/jan.15198
Chen, C., Ding, X., & Li, J. (2021). Transformational leadership and employee job satisfaction: The mediating role of employee relations climate and the moderating role of subordinate gender.
International Journal of Environmental Research and Public Health, 19(1), 233.
https://doi.org/10.3390/ijerph19010233
